HomeMy WebLinkAboutResolutions 87-182 N.C.S. 06/29/1987_ ._ ~
,~ ; J UN 2 9 1987 14
~~solU~]O]'1 NO. 87-182 N.~.~. MJA:cw 6-22-87
of the City of Petaluma, C~Iifornia
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS FOR
EMPLOYEES IN UNIT 1, (CONFIDENTIAL)
WHEREAS, the Employees in Unit 1 are not represented by
any recognized empl~yee organization; and,
WHEREAS, the City Manager, pursuan.t to Section 28, City of
Petaluma City Charter is required and empowered to make a recommendation
tr~ the City Council on matters re]~t~ed to employees' compensati~n; and,
WHEREAS, the City Manager has recommended that empls~yees
of Unit 1 receive salary and supplemental wage benefits,
NOW, THEREFORE, BE IT RESOLVED that the salary and
supplemental wage benefi~s as spec~fied in the attachments for employees in
this unit, being in the best interest of the Ci~y, be approved and sha71
become effect~ve July 1, 1987, and the City of Petatuma will be making
contribut~ns t~ the retirement plan on behalf of the employee, however,
the emplflyee may not opt to receive this contribution in cash.
Under the power and authority conferred upon tl~is Council by the Charter of said City.
REFERENCE: I hereby certify the foregoing Resolution was introduced and adopted by the ~ oved 'as to
Council of the City of Petaluma at a(Regular) ~jex~xerl) (~esia,l) meeting fO
on the ......_~~~Xl._._..... day of -•••••••........nT.3.1.L1~.._...._.` ........................ 19_..8.7., by the
following vote:
---- -...- • --•Attorney-----•-•-
AYES: Davis, Sobel, Woolsey, Cavanagh, Balshaw, Vice Mayor Tencer, Mayor H' ligoss
NOES: --- ,~
.
ABSENT: ~ ~ ' ~
I I ~ ~~ ~
AZ°I'EST: . . . . . . .._.. ........ ..... •• --•--.. .L~~.,rG..G~-,• _.-•- -•--•-'-• •• -••--- --...._~.._...-•-•--•--•••• •. ~j.. .•~~----..
City Clerk Mayor
C`ouncil File ...................°-•°--.........
ca to-~5 HeS. rvo.....87.-.1.82....... rv.cs.
TABLE O~F C0'NTENT'S
GENE'RAL
Section 1 Term of Agreement.
COMPENSATION
Section 2 Salary
Sectic~n 3 Retirement Contribution
Seci~nn 4 Overtime
Section 5 Compensation for Clothing Loss
Sectaon 6 Vacation, Payment of
Section 7 Sick Leave., Payment at Retirement
Seci~n $ Deferred Com:pensatinn
INSURANCE
Sect~n 9 Health Insurance
Section 10 Dental Insurance
Sectinn 11 Life Insurance
Section 12 Long-Term Disability
LEAVES
Secdon 13 Vacation
Sectis~ri 14 Sick Leave
Sectic~n 15 Bereavement Leave
Section T6 Holidays
Sectinn 17 Military Leave
Section 1~8 Lea~e of Absenees without Pay
Secti~n 19 Jur,y ,Leave
Sectir~n 20 Compensatr~ry Time Off
OTHER
Sectis~n 21 Retirement
Seci~on 22 Gr~vance Procedure
GENERAL
Section l. Term
This compensat~n plan ,shall be fi~r a one (1) year t,erm for the fiscal
year commencing July 1, 1987, through June 30; .1988.
COMPENSATION
Sect~n 2. Salary
The City shall adopt the following . salary ranges for each of the
employees in the fol7~wing classif~~atiDns during the term of this
comperisation plan.
Unit 1 I II III IV V
Secretary tr~ City Manager $9,33 $9,80 $10.27 $10.80 $11.33
Seeretary $8.38 8.79 9.23 9.70 10.19
Int~rmediat~ -Steno-CTerk 7.13 7.49 7.86 8.24 8.67
Payroll Cl~rk 8,54 8.96 9.41 9,89 10.38
Adm~rii.strative Intern 8.91 9.36 9.84 10.32 10.85
Secdon 3. RETIREMENT CONTRIBUTIONS
The City' agrees to payment of the empls~yee's contribution to the
Public Emplflyees' Retirement System in the amount of 2 0 of an
employee's salary. Tfie City will.also defer the taxes on the member's
contributiAn to PE RS .
Section 4. O~er-tune
A. General. All 'hours worked in excess of eight (:8) in any one day
or in excess of forty (40) in any work week shall be compensated
for, at £he overtime rat~e whi.ch shall be one and one-half (1.5)
tiines the regular rate of pay. Uvert~me shall. not be pyramided
or compounded.
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B. Niirnimum . Any empl~yee reguired to work .overtime shall, in no
case, _be compensated for less tYian orie hour for such overtune.
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C. Payment for Work D~uring Leaves. When it becomes neeessary by
an emergenc.y tA have empl~yees work during legal holidays or the
peri~d such empls~y.ees are entitled tr~ vacation leave, such
employees working on such legal holidays and during periods of
vacation shall be entitled tr~ receive additiflnal remunerati~n at a
rate of one and one-half times their regular rate of pay .
Section 5. Compensation for Clothing Loss
The City Manager is authorized to provi.de compensatifln to City
emplqyees for loss or damage to their c]s~fl~ing .,which occurs. during the
course of carrying ,out an of5~ial duty: A request -for compensatinn
hereunder shall be submitt,ed in writing, in detail, ~to the :City Manager
via the department. head coneerned. The amount of compensation, if
any, shall be at the cliscretiDn of the City Manager.
Bect~n. 6;. Vacation, .Payment at Terminat~n
Employees who terminate employment shall be paid in a lump sum for
all. aecrued vacatinn leave earned pr~r tA the effective dats of
termination not fA exceed two (.2) years accumulation.
Section Z. Sick Leave, .Payment of
In the event of the death or retirement of an emp]s~yee who has
completed ten (I0) or more years of continuous service with the City,
the employee should be paid' or sfiall receive tA his benefit f~fty
percent (50%) of his accumulated but unused si,ck l~ave not to exceed
480 hours.
Section 8. Deferred Co_mpensation
The City of° Petaluma shall make availabl~ to the members of this unit,
the City`s Deferred Compensation Plan.
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INSURAN'CE
Section 9~. ~ Health Insurance
Duririg the period of th~s Memorandum :of Underst~nding, the City shali
pay any ;premium increases beyond' the: ~current City contr~butions as
7isted below . No increase in the dollar amount of the employee
contributions shall be assessed during the term of this Memorandum of
Understanding .
Heaith Blan of Sonoma
Kaiser the Redwoods County
Empl~yee $ 90.45 ; 90,00 $110.90
Employee + 1 dependent $179,90 ~ $185.00 $193.80
Employee + 2 dependents $249.93 $243.00 $266.45
Sectis~n 10. Dental Insurance
The C~ty shall prqvide; at no cost to the emplc~yee,, for a group dental
insurance coverage program for City employees~ arid dependents in Unit
1, during the t,erm of this Compensation Plan. ,
Sec~tir~n 11., Life Insizrance
The City shall provide,, at no cost to tYie emplDyee, group t~rm life
insurance coverage in the principle amount of $10,000 per empl~yee.
SectiDn 12. Lo_ng-Term Disability
The City shall. provide for a ls~rig-term disability plan. The premium
tr> be paid for by the City.
LE~~A~V E
Section 13. - Vacation
A, Amounts, All regular empToyees of the. City of Pefalu~ma, after
wor]cing orie full year are entitled t~o the equivalent of eighty (80)
~hours of vacati~n with pay in :the year foll~wing the year in
wh:ich~ vacati~n is earned.
All regular emplnyees of the City of :Petaluma, after five (5)
y.ears. of continuous service with the City, and beginning with the
SlX,th ,year, shall be entitl~d tr~ fhe equi~alent of one hundred
twenfy (120) hoizrs of vacation per year.
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After ten (10) years of continuous servi~e with the City, eight
(8) hours of vacat~nn sliall be added for each year of continuous
servi.ce to a maxirnum of one huridred si:xty (160) hours of
vacation.
B. Schedu]ing. The times during a calendar year in which an
e"mplr~yee may take his vacatinn shall be det~rmined by the
department head with due respect for the wishes of the employee
and ~ particular regard for the needs of the service. , If the
requirements of the serv~e are such than an empls~yee cannot
take part or a11 of his annual . vacatibn in a parti~ular cal~ndar
year, such vacatic~n shall be taken during the following calendar
year.
C. Deferral. Any eligible employee with the consent of the head of
his departmerit and the Personnel O~e may defer five (5)
working days of his annual vacat~ir~n to the succeeding calendar
year subject tr~ otYier pro~isions of this rule. A written report of
each deferred vacation signed by the appropriate department head
and the Personnel 0fficer noting the details sha11 be kept on fsle
with the Personnel Officer. Vacation time accumulated in excess
of two years shall be ls~st. In the event one or more muni~ipal
holi.days fall within an annual vacation .leave, such holidays shall
not be chargecl as vacatifln leave and vacati~n l~ave shall be
extended accordingly.
Sect~n 14. Si~k Leave
A. General. Sick leave with pay sha71 :be grant,ed to all probatsonary
and permanent emp]oyees within the eompetitive service. Sick
]save sha71 not be considered as a right which an employee may
use at his discretion , but sha71 be a1lc~wed only in case of
neeessity or actual personal sickness, disability, or as allowed by
the compensatiAn plan.
B. Accrual. Sick leave shall accrue to all £u1l-time employees at the
rate of eight liours for each month of contir~uous servi~e. No
empls~.yee shall accumulate more sick leave an any year than
provi_ded:.
C-. Not~fi~ation Procedures. In order to receive compensat~n whi1P
absent on sick leave, the employee shall notify hi.s immediate
superinr or the Personnel O~e prior tA or within four hours
after this tim'e set for beginning his daily duties as may be
spec~fi~d by the head of his department. When absence is for
more than three days duration; ; the employee may be required to
file a phy"si~ian's cert~ficate with the Personnel Office stating the
cau"se of the absence.
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D.:. Family Sick Leave. Leave of absence up to :four workuzg days
with pay per fiscal year may be grant~d f~ an employee in the
event of serinus illness or injury. ~:n~ the employee's immediat,e
family and will be charged against sick leave. The immediate
famiTy shall consist of the spouse, cYuTdren, parents, brothers,
RlGters, or other ~.ndividuaIs whose relationship to the employee is
that of~ a 1ega1 dependent. In such case, the appointing power
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shall grant sueh sick leave only- when in his op~nion the
selationship o£ the~ si~k or disabled person tA the emplDyee
warrants such use of si.ck leave.
E. Rela.tinnship tn Workers Com.pensatis~n. Benefits shall be payabls
in situations where employee absence is' due to industrial injury
as provided in California State Workers'' Compensati~n Law. The
amount of disability payments paid to, the injured employee sha71
be deducted from salary payable tp the employee whil~ on sick
leave. During the first three (3) calenda"r days of absence for
industrial disability, emp]oyees will be eompensat,ed at their fi~ll
rate of pay without dedu~n from ;sick l~ave unless they are
hospitalized-. Absenees resulting in immediate hospitalizatis~n or
absences coritisiiiing beyond the third day shall be charged
against the empl~yee at the rats of one-half (1/2) day for each
day of absence creditsd or compensatie,d by workers' compensation
insurance, provided the City receives all compensation ,paid _by
workers' compensatipn payments only, without Ci.ty payment for
salary at no los"s of sick leave. Sick l~ave for indusfrial injury
shall not be all~iwed for a disability .resulting fsom sickness,
self-inflict~d injury or willful misconduct.
Sectifln 15. Bereavement Leave
In the event of the death of an employee's spouse, mother,
stnp-mother, mother-in-law, father, step-father, father-in-law,
brother, sist~r, cYiild,, including an adopted criild, grandch~ld and
grandparent, an emplnyee who attends the funeral shall be granted
time off work with pay, The amount of time off work with pay shall
be only that whieh is required to attend the funeral and. make
riecessary funeral arrangements, but in no event shall it exceed ~three
(3) working days.. T.hese three (3) days sha71 not be, chargeable tr~
S1Lk leave. An, .additional two (2) day,s required for necessary funeral
ar-rangements may be charged to the emplc~yee';s si~k leave and any
additiDnal "time beyond these two days ma~y be charged tx~ accumulated
vacat~n or leave wifhout pay. Such bereavement leave shall not be
accruable _from fiscal year t~ fiscal year; nor shall it have any
monetary value ;if unused.
Section 16. , HoTidays
A. F~ed Holidays . T`he City shall observe eleven (11) fixed-dat~
holida.y:s°. These ho7idays shall' be established for the City's fiscal
year as determined by City Councal resolution .
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B, Floating, Holiday. During the Fiscal Year the City wi71 authorize
orie (1) "Eloating Ho]iday" per employee, which may ,be taken by
tfie employee at a time seleeted by, fhe emplayee, subject to
operational req.uirements and approval determined by the City.
Employees hired between July ~l, :arid December 31, will be eligible
for a"Flflating :Holiday" during the course of the Fiscal Year.
Sectic~n T'.7. Military Leave
r ilitary leave shall be arranged in accordance with the provisions of
State law . A1l empl~yees entitled t,o military: leave shall give the
appointing' power an opportunity witrsin the limits of military
regulat~ns to determine when such leave sha71 be taken.
Section 18. :Leave of Absence without P,ay
The City Manager may grant a permanent or probationary empl~yee
leave of absence without pay or seni.ority for' a perind riot tp exceed
three (3) months. Good cause being show.n by a written request, the
City Manager may extsnd the ~ave of absence without pay for an
additional period not.to. exceed six (6) months. No Such leave shall be
granfed except upon written request of the employee setting forth the
reason for the req.uest, and the ap.proval will be in writing. U_pon
expiration of a'regular-ly approved leave or: withuz. a reasonable perind
of time aft~r notice t~i returri. tc~ duty, the employee shall be reinstated
in the position held at the time leave was granted. Failure on the
part of an empl~yee .on leave tr~ report~ promptly at its expiration, or
within a reasoriable time after noti.ce to return to duty, sha71 be cause
for clischarge.
Secti.on 19. Ju_ry Leave
Every classi.fi~d employee of the City who. is ca]]~d or required to
serve as- a triaT juror sha11 be erititled to abse.nt himself from his
duties with the City during the perii~d of such serv~e .or while
necessar~ly being present in . court as a result, of such call. Under
such c.ircumstances, the employee shall be ~paid t:he difference. between
his full salary and an.y payment received by him, eXCept travel pay,
for such.duty:
$ect~n .2;0, Compensatory Time O. ff
Emplnyees' may receive, in lieu of being paid for overtime,
compensatc~ry time off at a mutually agreeabl~ time between the City
and. the employee sub~ct tr~ the .operation r-equirements of the City and-
with approval determined by the City. No employee may earn mor.e
than one huridred twenty (120) hours of Compensatr~ry Time Off per
fiseal :year. In adclition, no employee may retain on the books more
th'an twent,y four. hours of unused Compensat~ry Time at any given
goint durin,g tYie fiscal year. Amounts submitted in excess of these
limit~ shall be paid at time and one-half.
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OTHER.
Secti~n 21. Retirement
The City of Petaluma's retirement plan under the Public Employee's
Retirement Syst,em sha]l consist of the ,fo]lpwing it~ems:
Miscellaneous Emp].c~yees: 2~ @60
Option: 1959 Survivors Benefit
1 year FinaT Compensati~n Average
Unused Si~k Leave Credit
Sectinn 22. Grievance Procedure
A. Purpose of Ruls
(1) To promote improved empl~yer-empl~yee relations by
establishing gri~vance procedures on matt~ers for which
appeal or ,hearing is not provided by other regulations.
(2) To afford empl~yees individually or through, qua]ifi~d
employee organizati~n a systemati~ means of obt~uling further
considerati~n of problems after every reasonable effort has
fail~~d tA resolve them through cliscuss~i~ns.
(3) To provide tha€ gri~vances . sha11 be settled as riear as
possibl~ tr~ the 'point of origin.
(4) To provide that appeals shall be conduct~d as informally as
possible .
B. M'atters Subject to Gri~vance Procedure. The grievance procedure
shall be used tr~ process and resolve grievances ari ~i n g out of the
interpretation, applicatir~n, or enforcement of the express terms of
fhis compensation plan .
C. Informal Grievance Procedure. An employee who has a probl~m or
complaint sYiould first try tA get it settled through discussi~n
with his. immediate supervisor without undue delay. If, after this
discussis~n, he does not be.7ieve the problem has been
satisfactr~rily resolved, he sha71 have the right to discuss it with
his supervisor's immediat~ supervisor, if any, in the
administrative service. Every effort should be made t~ find an
acceptable solution by informal means at the lower possible level
of supervisiDn. If the emplnyee is' -not :in agreement with the
decisi~n reached by discussion, he sfiall ttien have the right ~ to
file a formal appeal in writing within ten (10) calendar days aft~r
receiying the informal decasi~n of has immediate superior. An
informal appeal shall not be taken above the appointing power.
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D,. F.ormal Grie~ance Procedure; (levels of revi~w through chain of
~ command) "
(1) First level, ~of review . T he appeal sha71 be presented in
writing to the employee's immediat~ supervisor, who sha71
render ,tiis decisiQn and comments in writing and return them
to the empToyee within ,five (5) cal~ndar d:ays aft~er receiv~ng
the appeal. If the employee: dc~es not agree with his
supervi.sor's decis~i.on, or if no` answer has been received
within five. (5.) calsndar days; the employee may present the
appeaT, in writing to his supervisor's immediate superior.
Failure of the emp]oyee tr~ fake further actis~n wifhin five (5)
calendar days after receipt of the writtsn decision of his
supervisor, or within a total of fift~eri (15) calendar days if
no decision is .rendered, will eonsti_tut,e a dropping of the
appeal.
( 2} Furtlier lev.el, or levels of. review as appropriate . T he
supervisor receiving fhe appeal sha]T "revi~w it, render this
deeision, .and comments in writing,, and return them to the
employee within fi.ve ('5) calendar days aft~er receiving the
appeal. If the employee does not agree with the dec.isi~n , or
if no answer h.as been received within f~ve (5) calendar
days, he may present the appeal in wrifing to the
department head,. Failure of the. empl.oyee tn take further
action within five (5) calendar days after receipt of the
decisinri or within a tc~tal of fift~en. (15) cal~ndar days if not
dec~sifln is rendered, wi11. constitute a dropping of the
appeal.
(3:) Departmen_t Review. The department head reeeiving the
appeal of his designated, representative., should discuss the
gri~variee with the employee, his representative, if any, and
with other ap:propriat~ persons . T'he department head shall
render his decis.ion and comments in writing, and return
them to the employee within f~ve (S) calendar days after
receiving the appeal. 7f the emp]s~,yee does not agree wi.th
the deci:_~i:on xeached, . or if no answer has been received
with~n fi.ve (5) calendar days after. receipt of the,_ decision or
within a total of fift~en (15) calend'ar days if no decision is
rendered;, will constitute a drop,ping of the appeal.
(4') City .Ma:riager. The City Manager reeeiving the appeal or is
designated representative should -dascuss the grievance with
the employee, his represenfative, if any, and with, other
appropriate person. Tfie City Manager m~y designate a fact
f~i-icl:i:ng committ~e, officer not in. the normal line of
~supervision, or Personnel Board fA advise him concerning
the appeal. The City Manager shall render a decisis~n in
writing t~ the employee within twenty (20) cal~ndar days
after receiving the appeal.
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, y,
(5) Conduct of Grisvance Procedure.
(a) The time limits speci-~d above may be extended t~ a
def~rLit~ date by mutual agreement of the empl~yee and
the reviewer concerned .
(b) The emplflyee may request the assistance of another
person of his own choosing in preparing and presenting
his appeal at any level of review .
(c) The employee and his representative may be privi7.eged
to use a reasonable amount of work time as det~ermined
by the appropriat~ department head in conferring about
and presenting the appeal.
(d) Employees 5ha11 be , assured freedom fsom reprisal for
using 'the grievance procedures.
wp/pers3
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